Overview Virta Health is on a mission to transform type 2 diabetes and weight-loss care. We are changing treatment approaches to help people reverse their metabolic condition through technology, personalized nutrition, and virtual care delivery. We have raised over $350 million from investors and partner with health plans, employers, and government organizations to help employees and members restore their health. Join us on our mission to reverse diabetes and obesity in one billion people. We are looking for a visionary Vice President of Total Rewards to lead our compensation and benefits strategy in alignment with our high-performance culture and growth goals. This role is part of the People team, leads a Total Rewards group, and plays a critical role in shaping the company’s future. This position suits a strategic yet hands-on leader who thrives in high-growth environments and has experience at the intersection of private and public company practices. Responsibilities Compensation Strategy: Redesign and implement a forward-thinking compensation strategy that aligns with business objectives, supports a high-performance culture, and positions the company competitively for an IPO and beyond.

Executive Compensation: Design and administer executive compensation programs, including equity and bonus structures; perform market benchmarking. Partner with the Chief People Officer and Board of Directors Compensation Committee to ensure compliance and competitiveness.

Equity and Long-Term Incentives: Develop strategies for equity and long-term incentives that support retention and value creation for employees at all levels.

Benefits Optimization: Evaluate and enhance benefits offerings to meet a diverse, distributed workforce while controlling costs.

Compliance: Ensure compliance with applicable regulations, particularly as the company transitions to a public entity, including proxy reporting and equity program administration.

Leadership and Development: Mentor and develop the Total Rewards team, including Payroll and HRIS functions, ensuring high-quality support across the organization.

Cross-Functional Collaboration: Work with Finance, Legal, and other stakeholders to align on budgeting, reporting, and governance.

Data-Driven Decision Making: Use analytics to provide actionable insights on compensation trends, equity usage, and workforce planning.

Education: Drive educational initiatives to enhance understanding of the compensation philosophy and total rewards package, fostering transparency and engagement and enabling leaders to communicate rewards principles effectively.

90 Day Plan Within your first 90 days, you will: Assessment and Quick Wins: Conduct a comprehensive audit of current compensation, equity, and benefits programs.

Identify gaps, risks, or inconsistencies and present recommendations to leadership.

Engage with key stakeholders to understand priorities and build strong partnerships.

Team Integration: Assess the Total Rewards team structure, skills, and capacity.

Provide clear guidance, roles, and responsibilities while fostering collaboration and growth.

Partner with leaders to understand workforce needs and ensure total rewards drive engagement and performance.

Develop close collaboration with Finance and Legal to align on equity administration, budgeting, and compliance.

Strategy Redesign: Begin crafting a long-term compensation strategy focused on scalability and IPO readiness.

Address market positioning, equity dilution, and retention strategies for top talent.

Lay the groundwork for public company compensation committee meetings while balancing internal alignment with market standards.

Must-Haves 15+ years of total rewards experience, including 5+ years in compensation and 5+ years in a leadership role. Public company experience is required; pre-IPO experience is strongly preferred.

Deep knowledge of executive compensation, equity structures, benefits optimization, and compensation committee governance.

Familiarity with transitioning from private to public, including SEC compliance and proxy reporting.

Track record designing scalable, forward-looking total rewards strategies and communicating them to leadership and employees.

Ability to lead, inspire, and develop a team of professionals and foster collaboration and innovation.

Values-driven culture Virta’s values drive our culture, so you’ll fit if you Put people first and take care of colleagues and patients alike

Have a strong sense of ownership and empower others

Prioritize positive impact over busy work

Have no ego and value diverse contributions

Appreciate transparency and promote trust through open information

Are evidence-based and prioritize data and science

Take risks and iterate rapidly

Is this role not quite what you’re looking for? Join our Talent Community and follow us on LinkedIn to stay connected. Virta has a location-based compensation structure. Starting pay will be based on qualifications and experience. For this role, the compensation range is $240,000 - $275,000 per year. Information about Virta’s benefits is on our Careers page at: VirtaHealth.com/careers As part of your duties at Virta, you may come into contact with sensitive patient information governed by HIPAA. You will be expected to follow Virta's security and privacy procedures. Security and privacy training will be provided. As a remote-first company, our team is spread across various locations with office hubs in Denver and San Francisco. Corporate roles: we do not hire in AK, AR, DE, HI, ME, MS, NM, OK, SD, VT, WI. Clinical roles: we do not hire in AK, HI, RI.

#J-18808-Ljbffr